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Industrial psych

personnel psych, micro (individual diff, recruitment, selection, training)

organizational psych

motivation, teams, stress, leadership, examine how ind within groups in the organization behave

why is staffing important to org?

effective staffing means you won’t have to rehire and train, which costs a lot of money

what is the goal of INDUSTRIAL psychology?

To find/match the best person to the job

what is the goal of ORGANIZATIONAL psychology?

To examine how individuals and groups behave within organizations (teams, leaderships, CEOS)

What is the history of personnel psych?

industrial revolution

taylorism

hrm/hawthorne

ww2/walter bingham

kurt lewin/B=f(P,E)

JFK Title VII

What did the Industrial Revolution do for the shaping of Personnel Psych?

Factory system & mass production (replacing small workshops) to study work efficiency and human performance systematically

What did Taylorism do for the shaping of Personnel Psych?

Time management studies: break down job into smallest motions, measure them, and eliminated wasted effort

Standardization of Work: develop “one best way” to perform a task, and apply it across all workers

Training and Selection: choose right workers for job based on skills and abilities. Train workers scientifically rather than learn by trial and error.

Cared only about the efficiency of workers, not their wellbeing

What did Elton Mayo “Hawthorne Studies” do for the history of Personnel Psychology?

Found that the behavior of workers changed when being observed

What did WW2/Walter Bingham do for the history of Personnel Psychology?

Skill testing that placed soldiers into different jobs (cook, piloting, etc)

What did Kurt Lewin do for the history of Personnel Psychology?

B=f(P,E) / behavior = function(person, environment). Emphases importance of person-environment fit

What did Title VII do for the history of Personnel Psychology?

Ban employment discrimination for 5 classes (race, color, religion, sex, national origin)

What is Transactional HR?

Reactive + focuses on daily operations and admin tasks to ensure error-free and efficient processes.

What are examples of Transactional HR?

Payroll, benefits, compliance, managing employee data, routine hiring and exiting

What is Strategic HR?

Proctive + focuses on achieving long-term organizational goals.

What are examples of Strategic HR?

Employee engagement surveys, training & development, leadership succession planning, change org culture, talent management and retention

What is job analysis?

Systematic process used to identify tasks, KSAOs, and physical context of a job

What are the 2 approaches to job analysis?

worker oriented: focuses on worker KSAOs necessary to perform job (predictor development)

task oriented: focuses specific task and duties to be carried out on job (criterion development)

What are the different ways to evaluate job analysis methods and tools?

Existing information

Observation

Questionnaire/inventory

Critical incidents technique

Functional job analysis

What are the strengths and weaknesses of Existing Information to evaluate job analysis methods and tools?

Researcher does not have to start from scratch as info is vast. However, info can be outdated or too general.

ex: O*net (database from dept of labor & relations)

What are the strengths and weaknesses of Observation to evaluate job analysis methods and tools?

Not subjected to subjective recall, but you cannot observe any mental aspects (mental, cognitive components) + Hawthorne effect

What are the strengths and weaknesses of Questionnaire/Inventory to evaluate job analysis methods and tools?

Gathers large amounts of JA data quickly and is easy to administer, but may cause survey fatigue to distort responses

What are the strengths and weaknesses of Critical Incidents Technique to evaluate job analysis methods and tools?

Useful to identify behaviors that induce effective/ineffective job performance, but overlooks important everyday behavior

What is a Functional Job Analysis?

Job Analysis approach that determines to what extent the job incumbent is involved with people, data, and things.

Breaks down the tasks + KSAOs

who? does what? why or to what end? using what tools? what instructions?

What is Campbell’s theory?

Declarative knowledge, procedural knowledge, and motivation determine an employee’s performance

What is position analysis questionnaire + strengths + weaknesses

A worker-oriented approach to evaluate job analysis methods/pre-developed survey with 6 categories and 194 items

strengths: readily available, inexpensive, highly reliable

weaknesses: uses broad items because it has to apply to every job, does not define particular details about job

What is competency modeling? Strengths and weaknesses?

Work-oriented + focused on company’s values and goals. Defines the specific skills, knowledge, and behaviors an ind needs to perform successfully within an organization.

strengths: written in company language

weaknesses: does not identify KSAOs/less rigorous or well-documented

What is a criterion?

Outcome that you are interested in studying (job performance, job satisfaction, turnover, etc)

What is criterion development?

Process of defining, measuring, and validating the standards (criteria) used to evaluate employee performance

one of the cornerstones of HR system (selection, staff appraisal, and training evaluation)

What is actual criterion?

The method you are actually using to measure job performance

What is ultimate criterion?

Idealized measure of job performance

What is criterion relevance?

Part of UC that the AC captures (overlap between 2 venn diagrams)

What is criterion deficiency?

Part of UC that the AC fails to capture

What is criterion contamination?

Part of AC that is irrelevant to the UC, has 3 major sources

What are the 3 major sources of criterion contamination?

Opportunity Bias: performance depends on opportunities outside employees’ control (ex: sales territory)

Group Characteristics Bias: supervisor makes ratings based on social group (race, gender)

Predictor Bias: supervisor uses knowledge of employee’s potential in performance ratings (test scores)

What makes a good criterion?

Relevance

Discriminability

Reliability

In context of good criterion, what is relevance?

• Objective approach: Criterion are relevant to extent they represent important organizational outcomes

• Subjective approach: clear rationale linking criteria to performance measure.

In context of good criterion, what is discriminability

• Good criteria should be able to distinguish among different employees

• important when needing to make decisions (ex: layoffs, firing)

In context of good criterion, what is reliability?

Internal consistency:

• Cronbach alpha statistic value >0.7 means it has internal consistency

Test-retest reliability:

• Take test 2 times, if scores are consistent, then it is reliable

Inter-rater reliability and agreement

• reliability: 2 raters scores are correlated/similar, means they agree they are judging the same thing

• agreement: raters’ scores are the exact same (you can have high reliability without inter-rater agreement though)

What are the differences between behavior, performance, and results

Behavior is what people do, performance is the expected organizational value, results is the route through which an individual’s behavior helps the org

ex: pro NBA player makes free throws to score points for their team

What is the GRS criterion measure and its advantages/weaknesses?

Default for performance appraisal. Consists of different numbers for rating categories

Has 5 rating scales and good validity but the rating scales are vague and lack reliability

What is the BARS criterion measure and its advantages/weaknesses?

Consists of several performance dimensions + anchord by 5-7 statements that describe specific example of behavior.

Tied to specific behaviors/convey performance expectations more explicitly, but do not have better measurement properties than GRS and requires a lot of time and effort to construct

What is the BOS criterion measure and its advantages/weaknesses?

Mix of graphic rating and checklist to indicate frequency of behavior

Has high behavioral specificity, but frequency ratings can be impacted by memory

Issues with absolute ratings (GRS, BARS, BOS)

Halo error

• ratings are impacted by likeability

leniency error

• ratings are impacted by lack of usage toward extreme ratings

central tendency

• ratings are impacted by usage of extreme ratings

Measures using comparisons among workers

Rank order, paired comparisons, forced distribution method

What is rank order and its advantages/weaknesses?

Supervisors rank workers.

It’s very simply but becomes difficult with an increased number of workers.

What is paired comparison and its advantages/weaknesses?

Each employee is compared to every other employee and is given a score.

It’s very reliable but it becomes difficult with increased number of employees as pairs exponentially increase

What is forced distribution and its advantages/weaknesses?

Raters must sort ratees into pre-specified categories

Suitable for when number of employees is high and yields a normal distribution of ratees. However, it is not useful for performance feedback and is difficult to justify how employees are categorized.

What is typical performance?

How well you perform over a long period of time with no explicit instruction, predicted by personality

ex: Psyc 475 class the entire semester

What is maximum performance?

How well you perform over a short period of time with explicit instruction, predicted by cognitive ability

ex: Psyc 475 exam 1

What is the transitional stage?

First 6 months when newcomers must learn tasks and skills; they try hard to perform well

performance determined by cognitive ability

What is the maintenance stage?

After learning skills, focus is on continuing to perform already learned behaviors

performance determined by personality and motivation